Building Trust Within Teams to Improve Retention

Trust is built through actions, not words! Trust is at the heart of any effective leadership style. I’ve found that it can make or break a team's performance, morale and overall success. Today, I want to share some insights on building and maintaining trust within your team, based on my 20+ years of experience in leadership roles. Transparency is Key: Share important updates, both good and bad. If something isn't going well, it’s better to let your team know rather than keeping them in the dark. People appreciate honesty. Open-Door Policy: Make sure you're approachable. If team members feel they can come to you with any problems or suggestions, you’re on the right track. Be Consistent: Try to treat everyone fairly and keep your promises. If people know what to expect from you, they're more likely to trust you. Acknowledge Mistakes: We're all human... we all make mistakes. Owning up to them shows maturity and reliability, two qualities that help build trust. Provide Feedback: Positive or constructive, feedback helps team members know where they stand and how they can improve. It's a two-way street... encourage them to provide you with feedback too. Tip: Always use Positive Reinforcement when giving feedback... don't make it all about the individuals shortcomings. Empower Your Team: Delegating tasks or responsibilities not only shows you trust your team's skills but also encourages their own development. The sense of ownership they get from it often leads to better results. Show Appreciation: Recognize and reward good work. Simple acts of appreciation can go a long way in building a positive and trusting work environment. Stick to Your Values: Integrity is crucial. If your actions reflect your words, people are more likely to trust you. Active Listening: Take the time to listen to your team's concerns and ideas. This not only fosters trust but can also provide you with valuable insights. Follow Through: If you commit to something, do everything in your power to make it happen. This confirms that you're reliable, further building trust. Leadership isn't about pretending to have all the answers. Simon Sinek - "In leadership, the quickest way to lose trust is to pretend you have all the answers. The best way to build it is to prove you don't." #LeadershipTrust #BuildingTeams #TransparencyInLeadership #LeadershipDevelopment #EffectiveLeadership

86% of executives believe employee trust is soaring. (Yet only 67% of employees actually trust their leaders.) I remember confidently walking into our quarterly review. Our metrics were up. Our strategy was clear. I thought trust was high. I was wrong. Here's what was really happening: → Top talent quietly updating their LinkedIn. → Real feedback staying buried in private chats. → Innovation dying in "yes" meetings. → Engagement surveys hiding hard truths. After losing three star employees in one month, I realized: Trust isn't built in fancy workshops or team events. It's cultivated through consistent moments that matter. 10 science-backed trust builders that transformed my team: (And won us an award!): 1/ Kill Information Hoarding (It's Hurting You) ↳ 85% trust transparent communicators. ↳ WHY: In the absence of clarity, fear fills the gap. ↳ HOW: Share board meeting notes company-wide. ↳ Pro Tip: Share bad news faster than good news. 2/ Own Your Mistakes (Like Your Career Depends On It) ↳ Leaders who admit errors gain 4x more trust. ↳ WHY: Perfect leaders are feared, not trusted. ↳ HOW: Share mistakes in weekly all-hands. ↳ Pro Tip: Add what you learned and your fix. 3/ Master Active Listening (Beyond The Basics) ↳ 62% trust leaders who truly hear them. ↳ WHY: Everyone knows fake listening from real attention. ↳ HOW: Block "listening hours." No phone, no laptop. ↳ Pro Tip: Summarize what you heard before responding. 4/ Show Real Empathy (It's A Skill, Not A Trait) ↳ 76% trust leaders who understand their challenges. ↳ WHY: People don't care what you know until they know you care. ↳ HOW: Start meetings with "What's challenging you?." ↳ Pro Tip: Follow up on personal matters they share. 5/ Invest In Their Growth (Play The Long Game) ↳ 70% trust leaders who develop their people. ↳ WHY: Investment in them is an investment in trust. ↳ HOW: Give every team member a growth budget. ↳ Pro Tip: Help them grow, even if they might leave. The Results? Our trust scores jumped 43% in six months. Retention hit an all-time high. Real conversations replaced surface-level meetings. Your Next Move: 1. Pick ONE trust builder. 2. Practice it for 7 days. 3. Come back and share what changed. Remember: In a world of AI and automation, trust is your ultimate competitive advantage. ↓ Which trust builder will you start with? Share below. ♻️ Share this with a leader who needs this wake-up call 🔔 Follow me (@Loren) for more evidence-based leadership insights [Sources: HBR, Forbes, Gallup]

We face a leadership trust crisis. Yet nobody talks about it.  It's shocking but true: Only 46% of employees deeply trust their leaders. (Edelman Trust Barometer, 2024) ↳ Yet 82% say trust is critical to their performance. The disconnect? ↳ Most leaders are not actually trained in trust-building. Here's what happens when trust breaks: - Performance suffers - Disengaged teams - Lower productivity - Innovation grinds to a halt The real cost? - High turnover rates - Weak collaboration - Damaged company culture Why leaders struggle with trust? → They're trained in strategy, not connection → Vulnerability feels risky → Short-term wins trump relationship building Here are 4 ways to consider for building trust daily: 1. Practice radical transparency - Share weekly updates on company challenges - Schedule regular "Ask Me Anything" sessions - Be open about what you don't know yet 2. Take visible action on feedback - Implement "You Spoke, We Acted" monthly reviews - Share specific timeline for suggested changes - Follow up on team suggestions within 48 hours 3. Master emotional intelligence - Schedule 1:1 coffee chats with no agenda - Practice "repeat back" in meetings to show listening - Acknowledge team emotions during tough times 4. Create accountability - Share your personal development goals openly - Document lessons from failures in team meetings - Create public tracking for team commitments The Impact? ↳ Higher retention ↳ Increased innovation ↳ Stronger team bonds ↳ Better business results ↳ Psychologically safe workplace Remember: Trust isn't a 'nice-to-have' → It's the foundation of high-performing teams. → Without it, no team can thrive. P.S. What's one trust-building practice you've implemented that transformed your team's dynamics? P.S.S. How is your organization actively building trust? 🔄 Repost to share with your network 🔔 Follow Alinnette Casiano for more

6 Ways Leaders Build Trusting Teams (without cheesy activities): 1. Say “I don’t know.” Show vulnerability without oversharing. 2. Admit your mistakes. It models the behavior you want to see. 3. Celebrate smart failures. Turn them into team learning moments. 4. Share behind-the-scenes context. Help your team understand the bigger picture. 5. Ask for disagreement. Invite challenges when everyone agrees too quickly. 6. Spotlight quiet voices. Amplify contributions that might go unnoticed. Start doing just one of these and your team will feel more trusted. Do all six, and you’ll kickstart a trust loop that fuels performance. → Which one will you use this week?